Fostering intergenerational harmony: Can good quality contact between older and younger employees reduce workplace conflict?

IF 4.9 2区 管理学 Q1 MANAGEMENT Journal of Occupational and Organizational Psychology Pub Date : 2024-08-19 DOI:10.1111/joop.12539
Lisbeth Drury, Ulrike Fasbender
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Abstract

This study examines how workplace conflict between multigenerational co-workers arises and can be reduced. Utilizing social categorization and intergroup contact theories, we hypothesized that good quality contact between older and younger employees decreases task and relationship conflict by reducing perceived age discrimination (PAD), above and beyond trust as a typical social exchange mechanism prevalent in relationships between co-workers. Furthermore, we predicted that task interdependence would exacerbate the relationships between PAD with task and relationship conflict. We applied structural equation modelling using a sample of 567 older and younger British employees to test our hypotheses while controlling for trust as an alternative mechanism. In line with our predictions, we found that good quality contact between older and younger employees reduced employees' PAD, which in turn reduced task conflict and relationship conflict (above and beyond trust as a control mechanism). The indirect effects of intergroup contact on workplace conflict via PAD were further enhanced when cross-age co-workers were highly interdependent in conducting their work tasks. Our findings suggest that organizations should create practices to improve cross-age contact in the workplace.

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促进代际和谐:年长员工和年轻员工之间的高质量接触能否减少工作场所冲突?
本研究探讨了多代同事之间的工作场所冲突是如何产生和减少的。利用社会分类和群体间接触理论,我们假设,在同事关系中普遍存在的典型社会交换机制--信任之外,年长员工和年轻员工之间的高质量接触会通过减少感知年龄歧视(PAD)来减少任务和关系冲突。此外,我们还预测任务相互依存会加剧年龄歧视与任务和关系冲突之间的关系。我们采用结构方程模型,以 567 名年龄较大和较年轻的英国雇员为样本,检验了我们的假设,同时控制了信任这一替代机制。与我们的预测一致,我们发现,年长员工和年轻员工之间高质量的接触减少了员工的 PAD,进而减少了任务冲突和关系冲突(超越了作为控制机制的信任)。当跨年龄段的同事在执行工作任务时高度相互依赖时,群体间接触通过 PAD 对工作场所冲突的间接影响会进一步增强。我们的研究结果表明,各组织应采取各种措施来改善工作场所的跨年龄接触。
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来源期刊
CiteScore
8.90
自引率
4.80%
发文量
38
期刊介绍: The Journal of Occupational and Organizational Psychology aims to increase understanding of people and organisations at work including: - industrial, organizational, work, vocational and personnel psychology - behavioural and cognitive aspects of industrial relations - ergonomics and human factors Innovative or interdisciplinary approaches with a psychological emphasis are particularly welcome. So are papers which develop the links between occupational/organisational psychology and other areas of the discipline, such as social and cognitive psychology.
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